Korea Research Institute for Vocational Education and Training
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Study on National Skills Outlook
No full text본 연구의 목적은 인적자원의 양성과 활용을 숙련의 관점에서 조망할 정보 생성의 틀을 마련함과 동시에 숙련정보를 바탕으로 숙련전망의 틀을 마련하는 데 있다. 이러한 목적은 연도별 계획에 따라 추진하며, 금년의 추진 목표는 2012년과 2013년에 수립된 종합적인 틀에 따라 숙련수요 및 공급에 대한 조사의 틀을 마련한 다음 기초분석 및 실증분석을 하여 조사의 타당성을 점검하고, 숙련전망을 위한 기초적인 탐색을 실시하는 데 있다.The study aims to collect and analyze the qualitative information about skill and to establish the model to forecast the skill demand and supply. This study is the fifth-year report of the ten-year project. The main areas of this study are rearranging the theoretical foundation that we had discussed and discussing the direction of forecasting skill of next 5-years.
This report is composed of three parts to consider the contents of this project. First, we set up the framework about the concept of the skills which can be measured. Second, we conducted a survey about the employers in service industry, and also we did the workers survey based on last pilot survey. Third, we explored the framework and the method of skill forecasting.
First part sets up the concept of the skills. Skill in this study is divided into related with job and NOT related with job and we classify related with job skill into three types: cognitive skills, functional skills (or technical skills), and cooperative skills. Also we suggest the framework at which observation of skills should be approached in the view of skill supply and demand, which is the basis of skill formation and application. Skill supply and demand are set focusing on skill mismatch including skill demand as well as typical skill formationn. Skill mismatch is the imbalance of skill supply and demand, which is related with cognitive skills, functional skills (or technical skills), and cooperative skills.
The second part looks over employers and workers in service industry, and analyzes the collected data from two surveys. The surveys were made by interviewing 2,603 employers and about 5,000 workers of establishments in the service industry on the basis of the stylized questionnaires. The contents of questionnaire for the employer survey are composed of five areas such as general status, skills shortage with relation to recruitment, skills gap with relation to incumbent workers, management environment and technology, and skill obsolescence. And, the contents of questionnaire for the worker survey is composed of four areas: general status, skill mismatch with conformity between education level/major and job, skills gap, and skill obsolescence.
The main results of the employer survey provide the information about skill shortage vacancies and skill gap. Skill shortage vacancies have 3 characteristics. Skill shortage vacancies rate is higher in high-skilled occupations such as professional sector and science/technology service sector than other sectors. And the large enterprises are facing the skills shortage in high-skilled occupations while small and medium sized enterprises(hereafter SMEs) are facing manpower shortage in low-skilled occupations. By the standard occupational classification, the response percentage of skill gaps is 22.4 percent in the healthcare and social welfare service business, and 18.5 percent in the food and accommodation business. Also, according to the size of firms, skill gap in the SMEs is relatively high with 17 percent in the establishment that employ 30~49 workers and 15.8 percent in the establishment that employ under 200~299 workers. In addition, the result shows that it is hard to reduce skill gap in office worker group and professional group and this phenomenon was more serious in the SMEs.
Meanwhile, the results of worker survey show that wage is positively related to experience, and there is wage disparity between types of occupations. The result of recognition of workers skill level shows that workers consider their skill levels are not lower than those required in the job and cooperation skills are more important than the other kinds of skills. Experience is positively related with skill level. In terms of education, 80.9 percent of respondents intend to participate in vocational education, and skill obsolescence is negatively related to experience.
The results of empirical analysis using worker survey of 2014 and employer survey data are arranged by three issues. First one is that skill level increases with experience until around fifty years old and decreases from that time(experience-skill curve). It means skills are developed through job experience as well as before entering the labour market. Second one is that education level is important at labour market entry step for wage but since then the importance doesn’t increase, while skill level is not important at labour market entry step but since then that importance increases. Third one is that skill level is positively related to skill obsolescence, on the contrary, the period needed for adeptness is negatively related to skill level. Meanwhile, on the experience-skill curve, rate of skill obsolescence is low at the high skill level area. These results have several limitation. First, the skill level is self-reported. Second, the time series data with relation to skill forecasting is necessary, but we haven’t accumulated it.
Third part explores the framework of skill forecasting and the method of it is discussed on four categories which are forecasting the demand and supply of manpower, case-studying of forecasting skill, forecasting based on survey and link of categories for forecasting skill. First, quantitative forecasting of manpower demand and supply has been conducted for the needs of decision on future direction and 6 nations have done it with reflecting their characteristics and situations. Second, skill forecasting models are identified in Cedefop model and in cases of German and France. These models produce the forecasting results by skill levels by the macroeconmic forcasting model of supply and demand of labor with considering occupations and qualifications. Third, this study explores
the skill forecasting method based on employ survey. We produced the quantified information of the intensity of skill shortage and skill gap, future plan, the distribution of vacancies due to skill shortage and employment. Last, we explored the feasibility of using the categories to integrate the data. By examining the KSCO, KECO and NCS, we find that data can be build up on detailed levels.
This study aims at skill survey and producing skill forecasting. The results of discussion and their implications are as follow. First, we surveyed employ and worker. We arranged frame to forecast skill by employ survey. The results suggested that it would be linked with skill forecasting based on that survey. Second, this study found out that the worker survey, although the worker survey used self-reported instrument, could explain well the workers’ skill levels. Third, it was hard to link the skill survey with the skill forecasting model, so we need to construct categories to link with forecasting.
Now, we are able to suggest the direction for the next study based on these results. We suggest the key contents of the next stages in this project as follow;
First is to analyze the structure of the micro census of German and Korea, then reconstruct the national statistics replacing worker survey, and finally, link skill survey with skill forecasting model. Nevertheless, this study has limitation to construct data, so it needs to organize the governance to cooperate.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
제2절 연구 내용 6
제3절 연구 추진 방법 8
제4절 연구 범위 및 한계 9
제2장 숙련의 범주와 숙련 수급_11
제1절 숙련의 유형 분류 13
제2절 숙련의 수급 17
제3절 숙련불일치 21
제4절 숙련에 영향을 미치는 요소 24
제3장 숙련조사 및 기초통계_29
제1절 모집단 구축과 표본 설계 31
제2절 조사 내용의 구성 56
제3절 고용주 조사의 기초통계 69
제4절 근로자 조사의 기초통계 126
제5절 근로자-고용주 특성 152
제4장 근로자 조사 숙련 측정의 적정성 검토_173
제1절 서비스업 근로자의 숙련형성과 숙련보상 176
제2절 서비스업 근로자의 숙련수준과 숙련퇴화 190
제3절 소결 196
제5장 숙련전망 사례와 방법_199
제1절 인력수급전망 모형 비교 201
제2절 외국의 숙련전망 사례 235
제3절 숙련전망을 위한 탐색적 연구 256
제4절 숙련전망을 위한 분류체계의 연계 286
제6장 결론_299
제1절 숙련조사 결과 301
제2절 숙련전망의 탐색 결과 304
제3절 종합 및 향후 과제 306
SUMMARY_311
참고문헌_317
부 록_325
설문지 327
조사 결과표 358
분류체계 관련 자료 37
Estimating the occupational demand for university and college graduates : by utilizing dictionary of occupational titles
No full text본 연구의 목적은 대학 및 전문대학 졸업자의 직종별 필요인력의 규모를 직업사전 정보를 활용하여 추정하는 것이다. 직종별 필요학력의 인력 규모는 먼저 소분류 직업별로 추정되고, 이후 대분류, 중분류 직업별로 혹은 전체로 추정될 것이다. 이렇게 추정된 직종별 필요학력의 인력 규모는 현재 실제 취업자의 학력별 분포와 대비되어 분석될 수 있다. 아울러 본 연구는 소분류 직종과 소분류 전공을 매칭시키고, 전공별 졸업생 수와 직종별 취업인원의 증감을 매칭된 각 전공-직종별로 비교해 볼 것이다.In modern society, industrial needs for skill are becoming sophisticated, but the expansion of higher education since 5.31 Education Reform has caused a variety of social issues in Korean society such as youth employment problem. Therefore, this study has estimated the scale of highly educated human resource over college graduates required in our society by using the information that dictionary of occupational titles(DOT) provides. Human resource scale of academic level required by occupations was estimated by three-digit sub-category, thereafter, division, main category, or total.
Estimation was carried by the method of calculating the population of the required human resources scale by occupation through combining DOT data with “Regional Employment Survey” data. However, “Regional Employment Survey” has three-digit occupation information for each individual, while the DOT is composed of occupations in four-digit sub-categories. Therefore, a procedure for converting the four-digit sub-categories in DOT into three-digit is necessary. But there is no information such as the number of employed workers by four-digit occupation, this paper used the mode of education level required by four digit occupation first, and then adjusted the extracted human resource scale of required education level by occupation by using the mean value of required education levels.
This estimation method is an advanced one that is differentiated from the prior studies’ method, and the significance of this study is in the points that it calculated the human resource scale of required education level by occupation for the first time.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구내용과 연구방법 9
제2장 대학 및 전문대학 졸업자의 필요인력 규모 추정_13
제1절 직업사전을 활용한 고학력 필요인력 규모 추정 방법 15
제2절 고등교육 필요인력 규모와 실제 취업의 비교 24
제3장 고등교육 인력의 직종별 필요규모 추정_39
제1절 직종별 고학력 필요인력과 실제 취업의 비교 41
제2절 매칭 가능 대학전공-직종별 수급 분석 49
제4장 결론_55
제1절 요약 정리 57
제2절 시사점 60
SUMMARY_67
참고문헌_77
부 록_8
A Study on Plans to Improve Vocational Training System for the Working Poor
Get PDFThis study aims to analyze the characteristics of the working poor by classifying them into several categories in terms of the vocational education and training. The research examines a variety of changes in job skills development systems and policies in Korea for the working poor; the status/conditions of their participation in vocational training programs; ways to help these vulnerable groups to find jobs through linkage of income security policies(the Earned Income Tax Credit(EITC), the Unemployment Benefits, the National Basic Livelihood Security Act, etc.) and other employment services. By doing this, the study suggests plans to expand and improve vocational training programs for the working poor
The Actual Status of Using Accreditation of Vocational Training Providers and Improvement Suggestions
Get PDFAll the vocational training providers, which receive financial support from the Ministry of Employment and Labor, should be accredited in accordance with ‘Workers Vocational Skills Development Act’. For this study, surveys were conducted on the systems related to using training provider accreditation, and the actual state of those systems, and groups in charge of the provider evaluation. It analyzed the survey results, evaluation cases in Korea and overseas, and the actual state of using those results. Based on the analysis results, it makes improvement suggestions to use evaluation of vocational training providers.
The followings are the results of this study. First, accreditation of training providers was carried out in order to enhance training effectiveness and its quality, and the usage of the results was various: as criteria to make decisions for government support programs, such as application for and approval of government subsidized training courses, differentiation of training subsidy and oversight and supervision and selection of best training institutes. Also, the results were used to provide trainees with information on training providers or to enhance their training competencies. However, since the final assessment results were not broken down into a differentiated grade system, the results did not have any direct impact on providers, except for the group with the lowest grade.
Second, when reviewing evaluation results and the actual state of training for the recent three years together, it revealed some positive effects of accreditation. In general, there were more providers whose grade moved upward than downward in terms of change of evaluation grade. Also, the number of trainees tended to grow as the grade goes up, when comparing the assessment results with the number of trainees of a provider, and higher grade was translated into higher employment rate. ..
Current Status and Improvement Strategy of Primary and Secondary School Parents’ Career Education
Get PDFIn 2013, to support the dreams and capitalize on the talents of the students in educational practice, the Park Geun-heye government implemented a personalized career plan program. The Korean Ministry of Education(MoE) supports the policy, which strengthens customized education as a major policy considering the characteristics of parental input. In order to increase the effectiveness of this policy, parents career education should be studied and improved since parents have a profound influence on all aspects of their children’s career guidance and education. In particular, cohesive support system, which links schools, home, and community, is required. Thus, data collections is needed to determine the status of parents’ career education as well as MoE policy and the implementation status of the 17 city and provincial departments of education. Therefore, the primary purpose of this study is to analyze the status and problems of parents’ career education for children’s career guidance and identify ways to improve the same. This study seeks to develop a more efficient and effective parents’ career education management plan by examining the perceptions of parents and the statuses of the school, district, department of education, parents groups, and community education organizations that provide parents with parents’ career education. The results of this study will be utilized directly by the central government to establish a career education policies as well as providing basic data to inform parents’ support policies at the MoE and school level
The Promotion of Lifelong Vocational Education in Vocational Colleges
Get PDFKorean vocational colleges have contributed to the remarkable development of the economy by meeting the needs for manpower from industries. However, it does not now actively respond to the various needs from the lifelong learning society. The concept of the lifelong vocational education in this research refers to vocational learning programs and systems that could be offered for everyone in society without limitations of times and places. The reasons why vocational colleges need to promote the lifelong vocational education could be approached from three standpoints.
First, recent amendment of ‘The Higher Education Law’ which allowed for two-year vocational colleges to open bachelor degree courses, made it difficult to find the differences between four-year universities and two-year vocational colleges. This change implies that vocational colleges need to promote the lifelong vocational education for both adult learners and traditional students. Secondly, the new Korean Government, which began in 2012, announced various national agenda including lifelong education policies. Therefore, vocational colleges need to promote the lifelong vocational education so as to lead the excellent role over higher education institutes. Thirdly, socio-economic changes in the nation implies that vocational colleges need to promote the lifelong vocational education for the early retired, baby-boomers, and the old who still need jobs for their late lives. Based on the current situation, this study aims at analyzing the current situation of the lifelong vocational education in vocational colleges and exploring initiatives and tasks that the Government and vocational colleges need to follow in order to cope with the needs from society
The Actual State and Task of Training Counseling within the Vocational Skills Development Account System
Get PDFThis study aims to analyze training counseling implemented in the Vocational Skills Development Account System and suggest future improvements.
One of the barriers that hinders the effectiveness of training counseling is job seeker’s misunderstanding of training counseling. Also, the expectation gap between the counselor and the job seeker stands as an obstacle. These gaps and misunderstandings make it harder for the purpose and the function to be realized.
Furthermore, there rises confusion as the training vouchers are being issued through two different employment support systems, vocational skills development account system and through Employment Success program.
The major issue here is that vocational skills development account system strictly manages the issuance of the voucher through counseling and selects the trainees carefully whereas the Employment Success program issues card easily without any limitation.
Another concern is the gap that exists between the counselors. An effective counseling is discouraged because of the difference in counselor’s capacity in providing information.
In order to improve current training counseling, this research proposes the followings.
First, a process integration is crucial between Employment Success program counseling and training counseling within vocational skills development account system. An integrated counseling process needs to be established as well as a systematic counseling provided to job seekers based on the job seeker’s classification.
Various problems related to issuance of card should be taken into consideration in advance and solutions should be suggested accordingly. A mechanism restraining the issuance of the card need be designed towards job seekers that qualify to obtain the card however do not actually need financial support.
Moreover, an information sharing network should be established so that knowledge, information, and skills can be shared among counselors. When the data accumulates enough for a system for database to be organized, it is assumed that the overall quality of counseling will be positively improved.
This research suggests the unification of counseling process as well as reestablishing the understanding of counseling and improvements to support this.
Continuous research and convergence in view are necessary because it is difficult to apply in reality the suggested counseling process to all job seeker support programs including Employment Success program
The Project for Publication of Career Information for Students with Special Educational Needs(2013-2017)
Get PDFThis is the first year project for the Publication of Career Information for Students with Special Educational Needs, which is expected to be conducted from 2013 to 2017. The purposes of this study were to develop the accurate and reliable career information, to publish career information books for teachers and parents, and to host a seminar that will be held on 3rd of December, 2013.
Throughout the five years of the research, career information about thirty occupations will be developed year by year, based on the six major classifications of KECO(Korean Employment Classification of Occupation) and consequently, career information of total 150 occupations will be chosen and developed. For the selection of occupation to be included in 2013 career information book, surveys were conducted with students, parents and teachers of special schools. In addition, task analysis tools were developed in order to create qualitative information that is appropriate for required competences and current status of each occupation.
Based on the survey results, task analysis, researchers’ workshops and experts advisory conferences, total thirty occupations were chosen in the area of ‘Engineer, Construction and Production’, according to following criteria; the occupations which students with special educational needs finds most of their employments, the desired occupations, and the challengeable but achievable occupations in the future. For the diffusion and dissemination of this information, five volumes of career information book and e-book will be published throughout five years of the project. Besides, in order to enhance the understanding of students with special educational needs, two volumes of “career storytelling book” is going to distributed in the future.
Lastly, several policy suggestions were recommended for providing better career information to the students, parents and teachers of special schools, and for conducting next related research and projects consistently and effectively
Case Study on Public institution in Flexible Job Competency Model Based on NCS
No full text본 연구는 공공기관 인적자원관리(HRM) 및 인적자원개발(HRD) 담당자가 국가직무능력표준(NCS)에 기초하여 채용·경력개발·교육훈련 등을 연계할 수 있는 방안을 모색하여, 공공부문 인적자원관리 및 개발이 효율적으로 이루어질 수 있는 모범적 가이드라인을 제공하고자 한다. 이를 위해 본 연구는 최근 ‘공공부문 인적자원개발 우수기관 인증제’ 사업의 인증을 받은 2개 공공기관(한국남동발전주식회사, 대한지적공사)을 선정하여, 국가직무능력표준(NCS)의 적용 가능성을 검토해보고, 산업 내 적용 및 확산을 위한 방안을 모색하고자 한다.To establish the competence based society, the government induces industries to construct human resource management system based on job competency evaluation system and National Competency Standard (NCS). Since the paradigm shift in human resource management, the government practices NCS based recruiting and promotion system, and carry forward competence based human resource management system excluding educational background and qualification, there exist the need of the change in human management skill and process such as recruiting and HR, career development, refresher and extension course. In this situation, the need of NCS is raised for public institutions. For this reason, it is urgent to find out a good method to convert current HR system of public institutions to NCS based HR system.
This study explores that NCS can be applied to some institutions (Korea South-East Power Co.Ltd., Korea Cadastral Survey Corporation) which were selected the best institutions in Best HRD and the possibilities for expansion to whole public institutions.
This study is relevant in that it introduces the exemplary guideline of public sector HR management and development by investigating the method to apply NCS to recruiting and HR, career development, refresher and extension course. Also, this study can be used to establish and expansion of NCS based HRM, HRD system and successful public institution evaluation system. Moreover, we also expect that it can induce public institutions to pay attention to government projects, and to lead the introduction of NCS in the whole industries.요 약
제1장 서 론_1
제1절 연구의 목적 및 필요성 3
제2절 연구의 내용 및 방법 4
제2장 직무역량모델 관련 논의_9
제1절 국가직무능력표준(NCS)의 기업 내 활용방안 11
제2절 국가직무능력표준(NCS)을 기반으로 한 직무역량모델에 대한 이해 22
제3장 공공기관의 국가직무능력표준(NCS) 적용 사례_41
제1절 한국남동발전주식회사 46
제2절 대한지적공사 90
제3절 소결 125
제4장 결론_133
제1절 요약 및 정리 135
제2절 정책 제안 137
SUMMARY_145
참고문헌_14
[이슈분석] 모두를 위한 진로교육: 농어촌 학교 진로교육의 과제
No full textⅠ. 학교 진로교육과 농어촌 학교
Ⅱ. 농어촌 학교의 실태와 쟁점
Ⅲ. 농어촌 지역의 진로교육 현실과 문제점
1. 학교 교육과정상의 진로교육 실시 현황과 문제점
2. 학교 진로교육 인프라 구축 현황과 문제점
3. 진로직업체험 활성화 및 학교의 준비 태세와 문제점
Ⅳ. 농어촌 진로교육 활성화를 위한 정책 과제
첫째, 국정과제인 자유학기제를 농어촌 학교에 우선 도입하고 이를 위한 전향적인 정책을 실시한다.
둘째, 농어촌 지역의 생태자원, 공공시설 및 귀농 인력 등 학교 안팎의 인적 물적 자원을 활용할 수 있는 시스템 구축이 필요하다.
셋째, 농어촌 학교의 장점을 극대화할 수 있는 모델 개발 등 소프트웨어 차원의 접근이 필요하다.
넷째, 온라인 및 사이버 콘텐츠를 학교 진로교육에 적극 활용할 수 있는 토대를 구축한다